Relocating Millennials isn't easy! Here are 4 common mistakes companies often fall into and how you can avoid them. Want to learn more? Download our eBook here: http://resources.urbanbound.com/mistakes-companies-make-relocating-millennials
10. Moving in was a blast!
You had your friends,
family, and other
peers around you as
you excitedly
unpacked the van and
moved into your
dorm units together.
12. Your Millennials are used to
social atmospheres, and since
the first move after college can
be pretty isolating, try to
recreate that atmosphere!
13. “But how!? We
aren’t moving in
hundreds of
people at once”
14. Even if you’re
onboarding a small
group, introduce them!
Encourage them to talk,
share ideas, discuss
their first day, plan an
outing – anything to
encourage involvement
with one another.
15. Don’t forget to have
key questions answered
beforehand, too!
25. With that new cash flow, relocating employees might be tempted to
spend their money on things other than relocation. They will be inclined
to take shortcuts and side step necessary processes in order to save
money. By co-mingling the lump sum with personal funds, they’ll feel a
personal attachment to it, thus less likely to fully commit to spending
their lump sum for relocation purposes.
27. Give them prepaid debit cards with
the lump sum amount already on it!
This will help employees keep
relocation expenses and personal
expenses separate.
28. Don’t forget to give them
guides on how much of
their lump sum should be
dedicated to certain areas!
32. That being said, it’s a safe bet that the
relocation package one person received
is probably going to, at one point or
another, circulate around the office.
37. Be completely transparent!
Provide all the information about how you
calculate various packages to all transferees.
They will understand that a relocation from
Dallas to Austin is going to be more expensive
from New York City to Austin, all
you need to do is communicate that and help
them understand where the numbers come from.
38. Keep in mind:
Provide fair relocation benefits! Of course
age and experience factor into the
calculation, but remember that people of the
same age may be moving to very different
parts of the country (or even the world), and
need to be compensated properly. Providing
enough assistance to cover the necessary
expenses will ensure that your Millennial
transferee stays happy and successful
throughout their relocation.
41. Unless you make it clear on your
website that you will relocate someone
if they are the right fit for your open
position, they likely won’t apply.
42. They’ll see that the
company is located
across the country
and immediately rule
out the possibility of
working there. You
could be losing
valuable talent!
43. Don’t be so secretive!
Boast about about your
program a bit – let people
know that you will do
whatever it takes to obtain
top talent at your company.
44. Pitch your relocation package during job fairs, on careers pages,
and in interviews. The more you present it as a benefit, the
more your prospect will see it as a plus side. Relocation
programs can set you apart from the rest, especially if moving is
the only thing holding the employee back from accepting.
Being open with your relocation benefits allows you to attract
talent from all over, rather than just in your own backyard.
45. Want to learn more?
Download our eBook below
detailing detail each of these
mistakes, including 2 bonus
mistakes!